CSR Report 2013 Models with a CO2 Figure of Less Than 200 G
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ESG Materiality in the European Equity Market
Università Cattolica del Sacro Cuore Facoltà di Scienze Bancarie, Finanziarie e Assicurative Master of Science in Banking and Finance ESG materiality in the European equity market Student Supervisor Pietro Marchesano Prof. Ettore Croci Università Cattolica del Sacro Cuore Facoltà di Scienze Bancarie, Finanziarie e Assicurative Master of Science in Banking and Finance ESG materiality in the European equity market Student Supervisor Pietro Marchesano Prof. Ettore Croci “Profit for a company is like oxygen for a person. If you do not have enough of it, you are out of the game. But if you think your life is about breathing, you are really missing something”. Peter Drucker Contents Acknowledgements .................................................................................................................................... 5 1. Introduction .......................................................................................................................................... 6 2. Literature Review and motivation ............................................................................................ 12 2.1 A framework to understand responsible finance and ESG analysis ................... 12 2.2 The increasing relevance of ESG screens and sustainable investing .................. 21 2.3 On the convenience of ESG integration .......................................................................... 26 2.4 First evidence on ESG materiality .................................................................................... 34 2.5 Hypotheses -
Annualreport 1617 FULL.Pdf
ANNUAL REPORT – INTRODUCTION Dear Bruins, Our department enjoyed an exciting and memorable year both on and off the field of competition in 2016- 17. Ten of our athletic teams finished among the Top 10, nationally. Of even greater significance, 126 of our student-athletes earned their degrees from this university in June and officially embarked upon the next chapter of their lives. Throughout the 2016-17 academic year, student- athletes earned Director’s Honor Roll accolades (3.0 GPA or higher) more than 980 times. In addition, our Graduation Success Rate (GSR) and Academic Progress Report (APR) numbers remained high across the board and among the best in the nation. UCLA’s overall GSR of 86% stands two percentage points higher than the national average of 84%. Our football team compiled the second-highest GSR among Pac-12 schools with 88% (the national average for FBS schools is 74%). In addition, six of our teams – men’s water polo, women’s basketball, women’s golf, softball, women’s tennis and women’s volleyball – had a GSR of 100 percent. Sixteen of our 20 sports programs had a GSR of 80 percent or higher. I’ve said it before and I’ll say As a department, we always pride ourselves on team practice facilities for our football, men’s basketball it again – our student-athletes not only meet these accomplishments, but it’s absolutely worth noting and women’s basketball teams, and I know that the expectations, but they almost always exceed them. It’s several outstanding individual efforts by our hard- coaches and student-athletes of these teams are a testament to their work ethic and to the support they working student-athletes. -
Business News No
Talacker 41, 8001 Zurich, Switzerland, Phone: +41 43 443 72 00, Fax: +41 43 497 22 70, [email protected], www.amcham.ch, October 2020 / No. 400 Last quarter of a very special year: What is ahead? The latest events (more pictures on pages 4/5) Dear members and friends 2020 started with a boom and had a strongly positive outlook. 20/20 vision is the perfect vision, after all! But as we all know, the year turned out differently. The Swiss-American business relationship had a roaring start. After Q4, 2019, the first quarter of 2020 again saw the US market #1 for Swiss exports, ahead of the German market! Exports to the US grew CHF 974 mio, four times the growth to the EU, while exports to the BRIC countries posted a negative growth of CHF 470 mio. Again, the exports to the USA proved to be the locomotive of the Swiss export industry. As we all know, Q2 Lugano, Annual Dinner, September 17: Franco Polloni Zurich, September 29: J. Erik Fyrwald, saw exports to the US crashing down 22% (EFG Bank / former Ticino Chapter Board Chairman), CEO, Syngenta Group and Board due to the Covid crisis in general and logistics Silvio Napoli (Schindler Holding / Swiss Amcham Member Swiss Amcham [MS] problems as a specific issue. But in the last Chairman), Demis Stucki (EFG Bank / Ticino Chapter months, progress came much faster than Board Chairman) expected and in August, the US market was again the top export market for Switzerland. The Swiss-US Business relationship has everything to flourish in the future. -
ADECCO GROUP AG (Incorporated with Limited Liability in Switzerland) ADECCO INTERNATIONAL FINANCIAL SERVICES B.V
ADECCO GROUP AG (incorporated with limited liability in Switzerland) ADECCO INTERNATIONAL FINANCIAL SERVICES B.V. (incorporated with limited liability in The Netherlands) ADECCO FINANCIAL SERVICES (NORTH AMERICA), LLC (incorporated under the laws of the State of Delaware in the United States of America) EUR 3,500,000,000 Euro Medium Term Note Programme unconditionally and irrevocably guaranteed by ADECCO GROUP AG (incorporated with limited liability in Switzerland) Under this EUR 3,500,000,000 Euro Medium Term Note Programme (the Programme), Adecco Group AG (in its capacity as Issuer, Adecco, and in its capacity as guarantor of Notes issued by AIFS or AFS (each as defined below), the Guarantor), Adecco International Financial Services B.V. (AIFS) and Adecco Financial Services (North America), LLC (AFS and, together with Adecco and AIFS, the Issuers, and each an Issuer) may from time to time issue notes (the Notes) denominated in any currency agreed between the relevant Issuer and the relevant Dealer (as defined below). References in this Base Prospectus to the relevant Issuer shall, in relation to any issue or proposed issue of Notes, be references to whichever of Adecco, AIFS or AFS is specified as the Issuer of such Notes in the applicable final terms document (the Final Terms). The payments of all amounts due in respect of the Notes will be unconditionally and irrevocably guaranteed by the Guarantor (except where Adecco is the Issuer). The maximum aggregate nominal amount of all Notes from time to time outstanding under the Programme will not exceed EUR 3,500,000,000 (or its equivalent in other currencies calculated as described in the Programme Agreement described herein), subject to increase as described herein. -
Around 65% of All Promotions Given in Switzerland Go To
Press release, 28 August 2019 Study available Advance & HSG Gender Intelligence Report 2019 online advance-hsg- Around 65% of all promotions report.ch given in Switzerland go to men Companies with a high degree of gender diversity at every level of seniority are more success- ful. However, companies face challenges when integrating this approach into their strategy and implementing it in practice. Only a few have achieved substantial progress to date. These are the findings of the Advance & HSG Gender Intelligence Report 2019, published today, for which raw data relating to 263,000 employees have been analyzed. Although companies are hiring increas- ing numbers of women, this growing potential is not being used when it comes to promotions. Companies based in Switzerland are hiring increasing numbers of women, at every level. In turn, this builds up a pipeline of highly qualified, highly talented female employees. Women and men also leave their jobs at the same rate, showing that companies’ cultures are becoming more appealing to women looking to develop their careers. However, this growing potential is not being used systematically enough across every level in the corporate hierarchy. While there are equal numbers of men and women in non-managerial positions, the proportion of women in middle-management slumps to 23%, sinking even further to 18% for the top management levels. Women are particularly losing out in terms of internal promotions with around 65% of all promotions going to men. The study believes that the key to achieving greater gender diversity up to the very top of the corporate ladder lies in transparent promotion processes: Unconscious bias should have as little influence as possible. -
Going for Great WE’RE MORE
A family of recruitment and workforce solutions companies that are market and industry leaders. Going For Great WE’RE MORE... THAN JUST A PLACE TO WORK #GoForGreat At Adecco Group North America, you’re part of a team that supports your career ambitions in an environment that encourages you to be your best. What is Adecco Group North America? We are a family of recruitment and workforce solutions companies that are leaders in their respective markets and industries. Every day, we provide the services and the insight to empower job seekers and employers to achieve their full potential. We are also part of the global Adecco family of com- panies—a Fortune Global 500 organization employing over 31,000 staff and operating in more than 60 coun- tries worldwide. Adecco is the largest staffing compa- ny in the world. What is the culture of Adecco Group North America? Our people own our vibrant culture, creating a welcom- ing environment. Constantly evolving, there are many opportunities for you to make your mark with positivity and collaboration. We also urge our people to have a fulfilling life outside of work. To spend time with family. To volunteer. To bet- ter themselves. And to have fun along the way. At the end of every workday, we want you to be proud of where you work and of what you accomplish. adeccogroupna.com Adia was founded in Switzerland, 1950/60’s and Ecco was founded in France. Adia and Ecco, two of the most established and respected staff- 2006 ing companies, merge to form Adecco. -
'The Labour Market Integration of Refugees' White Paper – a Focus On
‘The labour market integration of refugees’ white paper – A focus on Europe June 20, 2017 The Adecco Group white paper on the ‘The labour market integration of refugees’ was commissioned to the Reallabor Asyl, Heidelberg University of Education UNHCR/Achilleas Zavallis “The labour market integration of refugees” white paper – A focus on Europe June 20, 2017 The Adecco Group White Paper in collaboration with the Reallabor Asyl, Heidelberg University of Education Acknowledgment: On behalf of The Adecco Group, we thank Dr. Monika Gonser and her research team from the Reallabor Asyl, Heidelberg University of Education for providing their expertise, insights and professional cooperation. We extend our appreciation to the UNHCR, the OECD and the EU for their guidance and insights. Additionally, the concrete actions and recommendations provided, would have not been possible without the 18 companies and organisations which took the time to share their experience, concrete programmes and actions with us on how they drive the labour market integration process of refugees as well as the challenges they have experienced. Further, we appreciate the know-how and insights contributed from the International Organisation of Employers, Business Europe, and the Centre for European Policy Studies. UNHCR/Achilleas Zavallis UNHCR/Achilleas 3 The Adecco Group – ‘The labour market integration of refugees – A focus on Europe’ white paper – 06/17 Table of Contents Executive summary 6 Purpose of the white paper 6 Mapping the refugee situation 6 The European and -
Investor Relations
Adecco S.A. shares are registered in Switzerland (ISIN: CH0012138605) and listed on the SIX Swiss Exchange (ADEN). Adecco is a constituent of the Swiss Market Index (SMI), Switzerland’s most important stock market index, containing the 20 largest and most liquid Swiss stocks. Investor Relations Equity story The Adecco Group is the world’s leading provider increased our exposure to this higher-growth and higher-mar- of HR solutions, offering a wide variety of services including gin business and we took the lead in the counter-cyclical Ca- temporary staffing, permanent placement, Career Transition reer Transition (outplacement) and Talent Development (outplacement), Talent Development, outsourcing and other segment, where we achieve very attractive double-digit EBITA services. We have around 32,000 FTE employees and place margins. While our business offers operating leverage, we almost 700,000 people at work every day through a network limit financial leverage and will always aim to maintain our of around 5,400 branches in over 60 countries and territories. investment grade credit rating. The application of the ‘Economic Value Added’ (EVA) concept ensures that the interests of our Our core competences include providing flexible workforce solu- shareholders are met and that our daily decision-making tions and matching clients’ needs with candidates’ skills. In an processes are geared towards value creation. We have never environment of cyclical and seasonal changes in demand, we ceased to pay dividends to our shareholders over the past few help our clients to adapt their workforce needs accordingly. More years, even in economically very challenging times, and our customisation and made-to-order impact the production cycle dividend pay-out ratio has ranged between 25% and 30% of and reduce the predictability of our clients’ business develop- adjusted net earnings. -
2011 Ucla Men's Track & Field
2011 MEN’S TRACK & FIELD SCHEDULE IINDOORNDOOR SSEASONEASON Date Meet Location January 28-29 at UW Invitational Seattle, WA February 4-5 at New Balance Collegiate Invitational New York, NY at New Mexico Classic Albuquerque, NM February 11-12 at Husky Classic Seattle, WA February 25-26 at MPSF Indoor Championships Seattle, WA March 5 at UW Final Qualifi er Seattle, WA March 11-12 at NCAA Indoor Championships College Station, TX OOUTDOORUTDOOR SSEASONEASON Date Meet Location March 11-12 at Northridge Invitational Northridge, CA March 18-19 at Aztec Invitational San Diego, CA March 25 vs. Texas & Arkansas Austin, TX April 2 vs. Tennessee ** Drake Stadium April 7-9 Rafer Johnson/Jackie Joyner Kersee Invitational ** Drake Stadium April 14 at Mt. SAC Relays Walnut, CA April 17 vs. Oregon ** Drake Stadium April 22-23 at Triton Invitational La Jolla, CA May 1 at USC Los Angeles, CA May 6-7 at Pac-10 Multi-Event Championships Tucson, AZ May 7 at Oxy Invitational Eagle Rock, CA May 13-14 at Pac-10 Championships Tucson, AZ May 26-27 at NCAA Preliminary Round Eugene, OR June 8-11 at NCAA Outdoor Championships Des Moines, IA ** denotes UCLA home meet TABLE OF CONTENTS/QUICK FACTS QUICK FACTS TABLE OF CONTENTS Location .............................................................................J.D. Morgan Center, GENERAL INFORMATION ..........................................325 Westwood Plaza, Los Angeles, CA, 90095 2011 Schedule .........................Inside Front Cover Athletics Phone ......................................................................(310) -
Capital for Purpose / 49Th St.Gallen Symposium
49 th Capital for Purpose / 49 St. Gallen Symposium / 8 – 10 May 2019 th Capital for Purpose / 49 St. Gallen Symposium / 8 – 10 May 2019 WELCOME The International Students’ Committee is a student-driven initiative – established in 1969 – that seeks to take responsibility for our future and tackle today’s import- ant topics. In a time where many challenges remain unsolved, we feel it is our duty to be part of such a movement, for which thirty students put all their heart, energy, and time – voluntarily and for one year – to organise the St. Gallen Symposium. Engaging a highly diverse community incorporating a broad spectrum of opinions and knowledge on the topic “Capital for Purpose” lies at the core of our symposium in 2019 and is the main focus of our work. During the coming year, we will travel the world to meet with the most inspiring and engaged personalities – across generations, cultures, and disciplines – to involve them in our global dialogue. We strive for awareness of our initiative, which is more than a two-day-conference. It is a substantial contribution to an international, ongoing debate about topics that matter to people with the power and responsibility to change the status quo. We look forward to welcoming you in St. Gallen from 8–10 May 2019 to engage in our dialogue with three generations of leaders and for you to become a part of our initiative. Elisabeth Burkhardt, Lia Hollenstein and Severin Schmugge Head of the Organising Committee SYMPOSIUM The St. Gallen Symposium is the world’s leading initiative for intergenerational debates on economic, political, and social developments. -
Sport Dionne L
University of Baltimore Law ScholarWorks@University of Baltimore School of Law All Faculty Scholarship Faculty Scholarship 2016 Putting Public Law into “Private” Sport Dionne L. Koller University of Baltimore, [email protected] Follow this and additional works at: http://scholarworks.law.ubalt.edu/all_fac Part of the Entertainment, Arts, and Sports Law Commons Recommended Citation Dionne L. Koller, Putting Public Law into “Private” Sport, (2016). Available at: http://scholarworks.law.ubalt.edu/all_fac/866 This Article is brought to you for free and open access by the Faculty Scholarship at ScholarWorks@University of Baltimore School of Law. It has been accepted for inclusion in All Faculty Scholarship by an authorized administrator of ScholarWorks@University of Baltimore School of Law. For more information, please contact [email protected]. Putting Public Law into “Private” Sport Dionne L. Koller* Abstract Across all levels of sport—professional, Olympic, intercollegiate, interscholastic, and youth recreational—the prevailing view is that the government should not take an active role in regulating athletics. As a result, there are relatively few federal or state statutes directed at regulating sports, and those that are aimed at sports primarily serve to support the professional sports industry. Moreover, courts show great deference to sports leagues and administrators, most often applying law in a way that insulates and empowers them. This creates a climate where leagues and administrators are permitted wide latitude to structure and conduct their respective sports as they see fit, especially with regard to athlete regulation. With this environment in mind, this Article examines what I define as the “legal and policy response to concussions in sports,” which includes state statutes, proposed federal legislation, “bully pulpit” initiatives such as a White House summit and Congressional hearings, and substantial tort litigation. -
Global Evaluation
GLOBAL EVALUATION LABOUR MOBILITY PATHWAYS PILOT 2016-2019 1 JUNE 2020 TALENTBEYONDBOUNDARIES.ORG Talent Beyond Boundaries Labour Mobility Pathways Pilot 2016-2019 Global Evaluation Report 1 June 2020 Cover: Anas and Marah and their baby boy, at their new home in Niagara Falls where Anas is working as a Tool and Die Maker. Photo: Drew Sommerville, The Westbound Creative. Contents Acknowledgements ............................................................................................................................. 3 Summary .............................................................................................................................................. 4 Findings and recommendations ...................................................................................................... 4 Background ....................................................................................................................................... 11 The pilot phase .............................................................................................................................. 11 Approach and methodology ............................................................................................................. 12 Evaluation team ............................................................................................................................. 12 Key evaluation questions ............................................................................................................... 13 Data collection ..............................................................................................................................